Apr May 2010 - IAM and AW District Lodge 190

Transcription

T
h e IIAM
A M District
D i s t r i c t 190
190
The
Sppaarkplug
rkplug
VOL. 12 NO. 2
April/May 2010
Serving the Active and Retired Members of IAM District Lodge 190
The advantages of being in a union
Nearly 60 million workers would join a union if they could, based on
polling research conducted by the Peter D. Hart Research Firm. Why don’t
they? That’s a long, sad story that has to do with labor laws being stacked
in favor of employers and against workers seeking union representation. In
this special issue, we review why having union representation is good for
workers and what it takes to get a union.
Many of our members get a job at a shop that’s already organized, so they
don’t know what it’s like for workers who do the heavy lifting to join together and fight for union representation. We hope this special issue will be useful to remind all of our current members, as well as those who seek union
representation, of the advantages of being in a union.
T
he most important benefit that
we get from union membership is impossible to put a
price tag on—an active, collective
voice which can bargain over working conditions, benefits, wages and
due process on the job.
Here are some details about what
you can expect to get as a member of
the Machinists union (IAM).
Written contract with
employer
Each union contract is unique and
customized for each employer group.
All contracts have one thing in common: they spell out each party’s rights
and responsibilities in the workplace.
If you’re not in a union, you have
no contract. Your employment is
considered “at will,” which means at
the will of the boss.
In all cases, a union contract protects you under “just cause.” This
means that the employer must have a
solid reason for disciplining an
employee. If the employee believes
that disciplinary action was made in
error, the contract includes a detailed
dispute resolution process.
For automotive employees who
work on a flat-rate basis, there is a
dispute resolution process that
includes a timely resolution clause.
All too often, non-union techs wait
months, if not forever, to resolve
flat-rate disputes.
People who work without a union
must individually negotiate for their
wages, hours, and working conditions. For most people, talking to the
boss about getting a raise is the hardest thing they could conceive of
doing. With the union backing you
up, you don’t have to worry about
retaliation because all negotiations
are done collectively and by a professional union representative who is
skilled in negotiations.
Union staff back you up
Collectively, the District 190 staff
has more than 300 years of service
and experience to the membership.
The staff handles grievances, arbitrations and contract negotiations. A
business rep is just a phone call away.
The District staff also has the
backing of legal staff on retainer
who are well-versed in labor law and
handling the more intricate legal
cases involving labor relations.
All of these services are provided
by the union, paid for by union dues.
Without the union, there’s no way to
fight your employer unless you hire
your own attorneys.
Wages and benefits
Overall, union wages are 30%
higher than comparable wages in the
non-union sector, but those higher
wages are gained over years of negotiating annual increases. Depending
on the needs of the group, the first
contract may be a foot in the door,
with a limited scope of improvements.
Muni
mechanics
James Shi (13
years), Larry Lou (25
years) and Robert
Fry (20 years) work
all night to repair the
motors that power
San
Francisco’s
cable cars.
IAM member works as a mechanic at Stan Morri Ford in Tracy.
Most importantly, your wages, benefits and working conditions are guaranteed in your union contract. With the
recession, non-union employers are
cutting wages, vacation leave, days
off, and health benefits, and the workers have no say whatsoever. When a
union employer needs to make
changes in order to keep their doors
open, the employer has to negotiate
with the union and any changes must
be acceptable to the employees. Often,
union members suggest creative ways
to make concessions that meet the
employer’s bottom line and save jobs.
IAM members have guaranteed
vacations and holidays. They also
have sick leave and disability; if you
get injured on the job, you’ll have
something to carry you through.
And, even in this down economy,
we still have pension plans providing
guaranteed monthly benefits for
retirees, and 401K programs.
The IAM also has its own health
and welfare programs with several
levels of coverage that the union and
employer negotiate; these may
include full-family medical coverage,
prescription drugs, dental, vision,
orthodontics and life insurance. The
program also includes an employee
assistance program that covers men-
tal health, substance abuse and financial and family planning.
The IAM’s state-approved apprenticeship program benefits employers
and employees and those interested in
working in the automotive industry.
We currently have apprentice mechanics, machinists, maintenance mechanics, parts people, bodymen, and
painters. These apprentices work fulltime during the day, learning under a
journeyman, and the go to school in
the evenings to pick up the technical
knowledge they need.
In today’s economy, we’ve seen
the closure of dozens of auto dealerships and other businesses, putting
hundreds of members out of work.
The only positive aspect of this is that
our contracts have protective procedures for layoffs and recalls. If a nonunion facility closes, any severance is
at the discretion of employer.
You’ve probably heard it before:
union members get too much time
off and too many benefits. We
believe that everyone has the right to
join a union to try to earn more and
improve their standard of living.
If you want to have the benefits of
a union contract, contact the IAM at
510-632-3661 or complete the form
on page 6.
Important state elections in June
The California primary is slated for Tuesday, June 8, 2010. If you want to
vote, you must be registered. The last day to register is May 24.
This election is important—there are contested elections for statewide constitutional offices, as well as for many assembly and senate seats. There are
also ballot initiatives on elections, taxes, public power, and auto insurance.
Unfortunately, as The Sparkplug goes to press, neither the IAM nor the California Labor Federation have held their endorsement meetings. If you want to
learn who your union has endorsed in each race, go to the website for a complete rundown: www.iamdistrict190.org
PAGE 2
April/May 2010
ORGANIZING WINS
A quick study of how unions help workers win a voice on the job
What is a union?
A union is a group of workers who
form an organization to gain:
• Respect on the job,
• Better wages and benefits,
• More flexibility for work and family needs,
• A counterbalance to the unchecked
power of employers, and
• A voice in improving the quality
of their products and services.
How do people form a union?
When workers decide they want to
come together to improve their jobs,
they work with a union to help them
seek formal representation. Once a
majority of workers shows they
want a union, sometimes employers
honor the workers’ choice. Often,
the workers must ask the government to hold an election. If the
workers win their union, they negotiate a contract with the employer
that spells out each party’s rights and
responsibilities in the workplace.
Does the law protect workers joining unions?
It’s supposed to—but no law is perfect. Under the law, employers are
not allowed to discriminate against
or fire workers for choosing to join a
union. For example, it’s illegal for
employers to threaten to shut down
their businesses or to fire employees
or take away benefits if workers
form a union. However, some
employers violate these laws, and
the union is forced to fight for the
workers’ rights.
What kinds of workers are forming
unions today?
A wider range of people than ever
before—doctors and nurses, poultry
workers and graduate student
employees, home health care aides
and wireless communications workers, auto parts workers and engineers, to name a few.
How do unions help working families today?
Through unions, workers win better
wages, benefits and a voice on the
job—and good union jobs mean
stronger communities. Union work-
ers earn 30 percent more than
nonunion workers and are more likely to receive health care and pension
benefits than those without a union.
In 2007, median weekly earnings for
full-time union wage and salary
workers were $863, compared with
$663 for their nonunion counterparts. Unions lead the fight today for
better lives for working people, such
as expanded family and medical
leave, improved safety and health
protections and fair-trade agreements that lift the standard of living
for workers all over the world.
What have unions accomplished
for all workers?
Unions have made life better for all
working Americans by helping to
pass laws ending child labor, establishing the eight-hour day, protecting
workers’ safety and health, and helping create Social Security, unemployment insurance and the minimum wage. Unions are continuing
the fight today to improve the lives
of all working families in America.
What challenges do workers face
today when they want to form
unions?
Today, thousands of workers want to
join unions. The wisest employers
understand that when workers form
unions, their companies also benefit.
But most employers fight workers’
efforts to come together by intimidating, harassing and threatening
them. In response, workers are
reaching out to their communities
for help in exercising their freedom
to improve their lives.
—Source: AFL-CIO
IAM members @ work at Ames Research Center
(L) The IAM’s crew at the Ames
Research Center stand before a
model in the 40 by 80 wind tunnel.
Pictured: Jarvis Gross, Jose Rosario,
Oscar Jolson, Tom Wade, Adam
Walsh, Todd Fuller, and Kent Griffin
Union workers have better health care and
pensions and more days off
Union workers are more likely than their nonunion counterparts to be
covered by health care and receive pension benefits, according to the federal Bureau of Labor Statistics. In March 2008, 79 percent of union workers
were covered by health insurance through their jobs, compared with only 52
percent of nonunion workers. Union workers also are more likely to have
retirement and paid personal leave.
As the chart below illustrates, 86 percent of union workers participate in
pension plans versus 51 percent of nonunion workers. Seventy-seven percent of union workers participate in defined-benefit pension plans, compared with 20 percent of nonunion workers. (Defined-benefit plans are federally insured and provide a guaranteed monthly pension amount. They are
better for workers than defined-contribution plans, in which the balance in a
worker's account fluctuates depending on how well the underlying investments perform, and the monthly payment amount is uncertain.)
There’s no reason why YOU shouldn’t have the benefits of union representation, too.
The union advantage—by the numbers (2008)
(Above) Steward Jose Rosario
shows where he flies helicopters
and other planes remotely.
LETTERS TO THE EDITOR
We’re glad to print “Letters” when we get them, but none were
received this edition. If something in The Sparkplug makes you happy
or mad or inspires you to action, write us a letter. All letters will be used,
space permitting. They may be edited for length or grammar, but not for
content. Letters may be submitted as follows:
e-mail: dchaplan@mindspring.com • fax: 510-288-1346
mail:
IAM District 190, 7717 Oakport Drive, Oakland, CA 94621
Oops: The volume and issue number of the last issue was
inadvertently not updated. The February/March issue of The
Sparkplug should have been Volume 12 Issue #1. We apologize for any inconvenience caused by this error.
The IAM District 190
Sparkplug
Note: Defined-benefit pensions pay a guaranteed monthly benefit.
Source: U.S. Bureau of Labor Statistics, Employee Benefits in Private
Industry, March 2008. August 2008.
—Source: AFL-CIO
The Sparkplug (USPS 007966) is published bi-monthly by District Lodge 190,
International Association of Machinists,
Oakland, Calif., a non-profit organization.
Periodicals postage paid at Oakland. Subscriptions are $3 per year.
The Sparkplug is the official publication of District Lodge 190 and its affiliated
Debra Chaplan,
Managing Editor
local lodges and notification of any meeting or election in this paper shall constitute official notice per Article B, Section 4
of the IAMAW Constitution and Articles V
and VII of District Lodge 190 By-Laws.
Postmaster: Send address corrections
to: The Sparkplug, 7717 Oakport Street,
Oakland, CA 94621.
The District 190 Sparkplug
Page 3
ORGANIZING WINS
What to expect in an organizing drive
When workers form a union, they gain a voice
in decisions that affect their jobs, their future and
their families. Unfortunately, employers don’t
always like the idea of sharing the decision making with employees. So an employer’s first reaction may be to make a lot of misleading statements to try to convince you not to join together.
Knowing what to expect from your employer
will help you stay focused on your real goal—
winning a voice on the job and a say in your
future.
Many times, employers make the following
statements to discourage employees from joining
a union:
Employer: “The union will make you go on
strike.”
Fact: Strikes are rare. They are an absolute last
resort. And a strike can only happen if 2/3 of the
membership votes to go on strike. Going on
strike is a decision taken by the members, not by
the union.
Employer: “If you form a union, you risk losing
the benefits and pay raises you already have.”
Fact: It is illegal for a company to freeze or cut
previously scheduled raises to discourage you
from forming a union. Once you’re organized,
you’ll negotiate a contract with new wage rates.
Employer: “The union just wants your dues
money.”
Fact: Every serious organization—churches,
clubs, sporting leagues, and similar organizations—has to have some kind of funding, and
unions are no different. Dues pay for the costs of
organizational expenses including contract negotiations, grievances and arbitrations, training for
members, legal fees, and other things so no one
has to go it alone.
Employer: “With a union, you won’t be allowed
to talk to your supervisor—you’ll have to go
through the union.”
Fact: We have found that having a union
strengthens communication between employees
and supervisors. Direct relationships with immediate supervisors continue and you can negotiate
to retain any good policy and procedures already
in place. The advantage of joining together in a
union is that you’re able to make your voices
heard at the upper levels of management, where
key decisions are made.
Employer: “The improvements we’re willing to
make right now show that you don’t need a
union.”
Fact: It’s great that your employer is responding
to your concerns. It shows that when you join
together, your voices are heard. By forming a
union, you can make sure this progress is not
just short term—you’ll build an ongoing dialogue with your employer on all your issues.
You’ll also have peace of mind with a union—
since the improvements you agree on will be
guaranteed in your union contract.
Keep in mind that it’s normal for some tension to arise when workers start to build a union.
But the tension is temporary. After you vote to
form a union, the employer gets used to the idea
of your having a voice on the job.
No matter what the employer says, stay
focused on your shared goals—to make your
workplace the best possible place to work.
Some employers, used to having their own
way, may resort to illegal tactics to keep you and
your co-workers from forming a union. There’s a
list of 30+ tactics, from threatening punishment or
firing for union activity to granting wage increases in order to keep the union out—we don’t want
to list all of them to give employers any ideas.
But all of the items on the list have been tried during IAM organizing campaigns.
As an employee, you have rights afforded to
you by the National Labor Relations Act. If
your employer uses tactics like these, you may
take your case to the National Labor Relations
Board (NLRB) and report this illegal activity. In
some cases, you and your co-workers may be
entitled to back pay and/or reinstatement. Gaining a voice in your workplace may not be easy,
but few things in life worth having ever are.
Organizing a union—sometimes harder than it should be
In March and April, the District
190 staff took on several organizing
campaigns. They all started strong—
with a strong majority of the employees commited to joining the union.
Here’s the story of one drive that
needed an extra battle to get the election certified, one that was fairly
smooth sailing, and one still to come.
Ultimately, however, the union
pickets seem to have worked.
“We’ve finally had dialogue with the
company, and both sides have
agreed to respect the decision of the
Labor Board.”
The union has suspended its Saturday pickets, and is hopeful that
they will start negotiations with the
company shortly.
Democracy delayed at
Fairfield Toyota
On March 11, the technicians at
Fairfield Toyota voted 10-4 to join
the IAM. “The employees really
stuck together during the campaign
because they knew that they wanted
a union,” says Area Director Jesse
Juarez.
“Usually, after an election, the
NLRB certifies the count and we
schedule bargaining for a first contract as soon as we can. But that didn’t happen this time.” Juarez says
that the employer filed what the
union contends are frivolous objections to the election, and the process
came to a standstill. “We asked the
company to withdraw their objections so we could sit down and bargain; instead they told us to protest,
so protest we did.”
On March 20 and for the next
Hope at Hopkins
Pickets at Fairfield Toyota included a 16-foot inflatable rat and a human-sized Easter rat, letting the company and community know that it was time to recognize the will of the employees.
three Saturdays, the technicians and
dozens of union supporters picketed
at the dealership. Juarez reports that
the sales staff and porters were very
aggressive, trying to incite fights;
they put a hole in the union’s 16-foot
rat, threw nails in front of union
members’ cars, and played chicken
in the driveway. “It’s been awful. I
don’t know what peaceful protesting
means anymore.”
Juarez believes that an ownership
change is in the works, so both the
company and the labor board were
stalling. “With the recall going on,
most of the certified techs are union
supporters. Will the dealership really
risk breaking the union and losing
their best techs when there’s so
much work?” Juarez asks.
“The company spent thousands of
dollars to fight the will of their
employees to have representation.
To counter our protests, they brought
in clowns, jugglers, and even a mariachi band.”
On April 7, the techs at Hopkins
Honda/Acura Fairfield held a union
election. The issues were the same
here as they are for most mechanics:
high co-pays for health care,
favoritism and wage reductions. The
vote was 13-0. The employer didn’t
file any objections and the election
will be certified shortly. “We look
forward to bargaining a contract for
these techs,” Juarez says.
Coming soon to Concord
The union filed a petition to hold
an election on May 6 at Concord
Honda, a Sonic dealership. “We
have a lot of support, but it’s still in
the early stages,” Juarez explained.
“Stay tuned because they hired a
notorious union-busting law firm.”
Get your IAM news on the web!
District 190 has updated its website and added lots of
new features. Go to:
www.iamdistrict190.org
PAGE 4
April/May 2010
AROUND T
Local
LOCAL93
93
Contract updates
Local 93 has wrapped up negotiations with World Technical Services for
members working at the Vandenberg
Air Force Base Satellite Tracking Station. “The new three-year accord provides for wage improvements and, for
the first time, contributions to the IAM
National Pension Fund,” says Business
Rep Sam Saiu.
Negotiations are currently underway
for members at Jennings Technology in
San Jose and TM Industries in Santa
Clara. The Local is also in talks with
CEMEX for a Plant Closing Agreement at
the Company’s Davenport Cement Plant.
Hawgs for Dogs
Hawgs for Dogs and Guide Dogs of
America will again have a presence at
this year’s Arlen Ness Bike Show, held
at the San Mateo County Events Center
in April. West Coast Hawgs for Dogs
will be holding a Father’s Day Pancake
Breakfast fundraiser in June at the Florence, in Fremont’s historic Niles District. Members should contact Sam
Saiu at the Local 93 office 408-7234900 to get more details or to volunteer.
Local1101
1101
Local
Member wins seniority case
At the last minute, just as the case
was going to arbitration, Local 1101
and Frontier Ford settled a year-long
grievance and the member got a
$30,000 settlement. The union contended that the member had been laid
off out of seniority; the company finally admitted that it was true. The member ultimately moved out of state, but is
eligible for rehire.
Machinists support candidates who stand up for labor and wo
On March 30, Machinists made two visits to offer
political support, one to newly-elected Congressman
John Garamendi, and the other to candidate Dr. Ami
Bera. Garamendi’s 10th District spans parts of Alameda,
Contra Costa, Solano and Yolo Counties. Bera’s District
3 covers the greater Sacramento area.
The Machinists Non-Partison Political League
(MNPL) donated to Garamendi’s congressional campaign—which he won in a special election in October,
2009. The MNPL also supported Bera, who’s making his
first run against Republican Dan Lundgren.
The IAM and its local unions do not contribute to
political candidates. All political contributions come from
voluntary contributions made by machinist members to
the MNPL fund. No dues money is used for these funds.
the safety lock on. However, upon
investigating the facts, the union
learned that the company discovered
that the rack was broken after the first
car fell off and they neglected to fix it.
“Clearly, the company thought it
would be easier to blame the worker
rather than fix a known hazard,” says
Area Director Jim Schwantz. “We’re
glad this case got decided correctly.”
Strike possible at Coast
County Truck
The members at Coast County Truck
in San Jose are not happy with the company’s proposal to cut 15% in wages
and benefits over the next three years.
“Our guys rejected that proposal and
took a strike vote. They have the sanctions and are ready to strike if they find
they have to reject the company’s next
proposal,” says Business Rep Richard
Breckinridge. “The members don’t
want to strike, but they also don’t want
to be gouged. They’re prepared.”
Union wins member’s job back
A member at Capitol Ford in San
Jose recently got his job back and
$5,400 in back pay as a result of the
union taking his fight all the way to the
Board of Adjustment.
The member was fired after two
instances where cars fell off a rack and
it was discovered that they didn’t have
THE POLITICAL PROCE
MNPL
Local 1173
1173
Local
Hard fight for new contract
The 35 members who work at Antioch Auto Center recently ratified a
three-year agreement in March. The
Antioch Auto Center includes four franchises: Toyota, Nissan, Dodge, Mazda.
(Belo
Barb
Marti
Gene
Marti
(Above—LtoR): Area Director Tom Brandon, member Brian
Fealy, Area Director Mark Hollibush, Congressman John
Garamendi, and Business Reps Rick Rodgers and Pedro
Mendez
The employer had hired a union-busting attorney who immediately went to
work gutting the existing contract. The
employer’s opening proposal contained
more than $10 per hour in takeaways for
each employee. Additionally, the attorney introduced language into the contract that would have set the members
back 30 years in hard-won rights and
guarantees provided under their contract.
After several negotiating sessions, it
became very clear to the bargaining
unit that the only way to get the
employer to pull back his egregious
proposals was to threaten to walk out
when the contract expired. The
Employer eventually realized that the
bargaining unit was not bluffing about
their refusal to go backwards in their
working conditions and removed all
takeaways from the proposal.
The final agreement contained new
language that eliminated the employer’s regressive flat rate pay program for
the technicians, corrected the flawed
health and welfare co-pay formula and
provided for a wage increase in the
third year of the contract.
Understanding that, particularly in
today’s economic climate, the final
contract proposal was a definite
improvement over their current contract, the members overwhelmingly
voted to accept the new agreement.
The union’s two shop stewards, Kyl
Edwards and Wayne Cunningham, wer
part of the bargaining committee. “The
did an outstanding job, even though th
employer threatened them with termina
tion during negotiations,” says Are
Director Mark Hollibush.
Fighting against takeaways
The 16 members who work at Dirit
Brothers Concord Nissan are currentl
in negotiations for a contract whic
expired back in August 2009. Th
employer has proposed a three-yea
wage freeze, stopping employer contr
butions, currently $300/month, an
eliminating the Automotive Industrie
Disability Plan.
The members are very frustrate
with the employer’s regressive eco
nomic proposal and are showing a wil
ingness to fight to protect their curren
working terms and conditions. “Mor
negotiations are set for April,” say
Hollibush. “Hopefully, the employe
will understand that we are not going t
tolerate having our retirement take
away and will modify their proposals
Working together to avoid
layoffs
The six members working at Sosco
Auto Body are currently in negotiation
for their contract that expired in January
S H O P TA L K : H o w h a s b e i n g i n a u n i o n c h a n g e d y o u r l i f e ? W h a t ’ s t h e m o s t i
“Now we’re
not ‘at will’
employees.
We finally
have a flat
rate guarantee—if we’re
here for 40
hours, we’re
guaranteed
ROXANA SUSZYNSKA-BLISS
34 hours pay.
Lexus of Stevens Creek - 8 years Before, with
Local 1101
no guarantee,
we could end up with 20 or less hours pay, depending on how slow it was.
We also have a means for resolving grievances,
and we have somebody advocating for us to be
sure our issues get addressed. We got our first raise
in six years and are hoping for a decent raise with
the new contract. We definitely have hopes for
improvement.”
GIRMA TADESSE
Lexus of Stevens Creek - 3 years
Local 1101
“Now I can speak to management
and service advisors. The union
enabled me to get certified and I
got a big raise with the contract.
Now I’m more equal than before.”
“With a union,
we have representation and
the security of
knowing that we
have support
behind us.
Management
can no longer
make all the
BRIAN KING
decisions without
Lexus of Stevens Creek - 7 years us having a
Local 1101
voice. They have
guidelines and proper procedures to follow now.
I was on the bargaining team. There’s a lot more
involved in the negotiating process than most people
ever see. It’s interesting to see both points of view and
to see how hard it is to reach compromise. We didn’t
initially get the wage bump we hoped for, but with the
economy coming up, we’re looking for major improvements this time.”
TIM JOHNSON
Lexus of Stevens Creek - 8
Local 1101
things and find solutions that
workers, and to management
company to its knees—that do
all need to survive.
Our first contract focused o
people’s wages. We got our fo
mechanisms in place. We’ll w
for all of us.”
Page 5
THE LOCALS
ESS
Join the MNPL
and get entered into the 2010 raffle
ng people
oR): District 725 Business Rep Mike Cook,
otella, IAM Western Territories AA Bobby
rea Director Tom Brandon, Dr. Ami Bera, IAM
ce President Gary Allen, Area Director Mark
Business Reps Pedro Mendez and Tom Rotella.
010. The employer is struggling to
eep all of the body techs working, but
nless business picks up, he may evenually have to lay off some employees.
The members understand that these
re hard times and want to do their part
o keep the shop open. The technicians
greed to a one-year contract with a
wage freeze and will be looking at an
lternative medical plan that will save
he employer a substantial amount of
money until the contract expires.
“The employer has already agreed to
estore the employees’ lost benefits in
he future if the company returns to the
rofitability it enjoyed the last couple
f years,” explains Hollibush. “The
members will make sure that he lives
p to his word.”
Local 1414
1414
Local
Good news at Steward
Steward Chevrolet Cadillac in
olma has become an authorized Saturn
arts and repair facility, although no
ew Saturn cars will be sold. “Business
as picked up a lot with the new car line
nd could not have come at a better
me,” says service manager John
Akers. “This has enabled us to add sevral more technicians.” Business Rep
David Taylor adds that it was tough
when Colma Saturn closed a year ago,
If you’d like to donate to the MNPL and help the Machinists build our
political power and effectiveness, now’s the time. Not only will you make
an important contribution, but you’ll also get a ticket for the 2010 raffle.
Each member who contributes $25 as a sponsoring member will receive
a ticket for our drawing. Each member or shop steward that returns an envelope with another member’s $25 donation as a sponsoring member will
receive an additional ticket for recruiting a new sponsoring member. (Please
write your name on the back of the MNPL envelope to get credit for your
recruitment.) The new sponsoring member will also receive a ticket.
Raffle prizes will include Machinists Union watches, shirts and other
prizes.
The membership drive will be from April 1, 2010 through June 22, 2010
drawing will be held at District 190 Delegates meeting in June. You need
not be present to win.
“but this is great news to see Saturn here
again, across the street from the old Saturn shop. Customers can again get their
cars repaired by a good union shop with
qualified Saturn technicians.”
A contract at SF Toyota
After five long months of negotiations, Local 1414 members who work
at San Francisco Toyota finally have a
ratified contract. “The technicians
stood strong all the way and understood
that a strike was very close,” says Business Rep David Taylor. “It helped that
owner John Horton understood the
needs of both sides.”
Shop Steward Tony Shiu says that he’s
glad they were able to avoid a strike and,
in the end, got a good three-year contract.
Service Manager Igor Giderman adds
that the technicians have worked a lot of
overtime to complete the recalls quickly.
Taylor thanks the entire crew of techs and
Area Director Tom Brandon for their help
on the negotiations.
Local1528
1528
Local
Three big contracts open
Members at Silgan Containers/ Riverbank, International Paper Company and
Geiger Manufacturing are all seeing their
contracts expire at the end of April.
“I’d like to say that we’ll complete
negotiations on all three by the end of
the month, but we may have to get contract extensions,” says Business Rep
Gilbert Gonzalez. “Even though we’ve
known the deadlines were coming for
the last three years, the companies
always wait until the last minute, and
this time, I have a week-long staff conference out of town as well.”
Gonzalez says that, across the board,
the issues are the cost of health-care
and the level of wage increases. “The
companies are all quick to tell us about
how bad the economy is and that there
is not that much money out there, so we
will see what happens.”
Local1546
1546
Local
Moving ahead with new
employer
Last year, after considerable debate
and discussion, the city of Livermore
decided not to renew their residential
garbage service contract with Waste
Management’s subsidiary, Livermore/Dublin Disposal. They put the
contract out to bid, and the winning
bidder was a new entity, Livermore
Sanitation, owned by Louie Pellegrini.
He’ll be taking over on July 1.
“We’ve dealt with Louie successfully
at ACI, which handles Alameda and San
Leandro’s garbage service,” says Area
Director Don Crosatto. “He had worked
out a deal with the Teamsters, so we sat
down with him, and in less than an hour,
we hammered out an agreement.”
Crosatto says that the economics and
contract expiration date are identical to
the previous contract with W/M. Most
importantly, he agreed to offer the jobs
to current W/M employees first.
“We’re very pleased to work with this
new employer who we hope will be a
player for a long time,” Crosatto added.
Livermore Sanitation has purchased a
location for shop facilities, and will hold
a meeting there on April 22 so that current W/M employees can tour it and ask
questions. At that point, the union will
conduct a bid of existing W/M employees. In the event there are more positions
than bidders, the company will offer
positions to non-W/M employees. The
current wage rate is $34.25/hour.
Doing the right thing
As part of the negotiations for a new
contract with Honda of Oakland, in
addition to decent wage increases, the
union employer agreed to an HRA plan
(Health Reimbursement Arrangement)
through a small broker. The plan came
with $1500 deductible, but the employer was to pay the first half.
The week before Christmas, when the
broker was informed by Kaiser that he
couldn’t sign people up, because this
employer had a “large business” account
for his non-union employees, and the
HRA plan was a “small business” plan.
The employer went through numerous
machinations with Kaiser to get a plan
comparable to what was agreed to in the
contract. Ultimately, the members had to
spend one month under a less generous
plan, but now they have the coverage they
had agreed to.
“We appreciate that the company
stepped up to the plate,” says Crosatto.
“General Manager Conley Burns
agreed to pay more money than originally budgeted so that the members
could get the plan they thought they
had coming to them. The union will
continue to push Kaiser to get them to
honor the original proposal.”
impor tant benefit of union membership?
“The biggest benefit
of a union is that now I
have some clout. I can
discuss issues with
management as an
equal. There was
always the possibility
you could ruffle some
feathers that would
come back to bite you.
The culture was to keep
our heads down.
Now, we can discuss
utually beneficial to us, as
on’t want to bring the
do anybody any good. We
ging up the lowest-paid
the door and put the
make this contract better
Yong Han
Lexus of Stevens Creek - 3 years
Local 1101
“I was an apprentice, but not getting much training. When the union
came in, they got me back into
school. I got a raise initially, but
won’t get another one until I finish
the apprenticeship program.
Hopefully, that’ll change with the
new contract.”
“They’re not
taking anything
away from us
like they did
before. They
have to follow
the contract no
matter what.
They set the
apprentice proWAYNE SKILLING
gram straight,
Lexus of Stevens Creek - 7 years which was
Local 1101
important.
They weren’t advancing anyone or giving them the
proper protection. We froze the medical so we’re paying less than the non-union folks here. Because of the
recession, our first contract wasn’t that lucrative. Then
there was a recall, and the company made a lot of
money. This time around, we’re looking for a major
bump.”
“The union is
somewhere to
go when we
have issues.
More stability
with the union
here. We had to
make some concessions to get
going—hopefully
BRIAN HUNTER
we’ll make up
Lexus of Stevens Creek - 3 years for some of the
Local 1101
losses in the
next contract. We have a 34-hour flat rate guarantee,
which I’d like to see increased. Sometimes, the shop
is slow and it’s hard to make your hours. I like the
union. I was in a union before and I’m all for it. Before
they could change your pay plan, move you up or
down at their own will. That wasn’t a good thing, and
I’m glad it’s in the past.”
PAGE 6
April/May 2010
IN THE NEWS
Facts about health care
reform
Before you’re innundated with
ads claiming health care reform will
destroy the economy, the nation and
world as we know it, here are a few
of health care reform’s many benefits for working families.
Two important facts: first, if you
have employer-sponsored health
care coverage won at the bargaining
table, you’ll keep it. Second, the tax
on health care benefits in high-cost
plans has been reduced by 85 percent and delayed until 2018. In addition, the new law:
u Ends insurance companies’ most
abusive practices, including denying
coverage to people with pre-existing
conditions, beginning in 2014 for
adults, and this September for children. The insurance industry tried to
weasel out of covering sick kids, but
that sleazy maneuver came to a
quick end.
u Eliminates annual and lifetime
limits on benefits, ends discriminatory premiums for women and
requires government review of
excessive rate increases.
u
Lowers health care costs for
working families by creating new
health insurance exchanges to
increase competition and provides
tax credits and cost-sharing assistance for middle- and lower-income
families to purchase insurance.
u
Helps seniors purchase prescription drugs, closes the Medicare
prescription drug “donut hole” and
ensures seniors get free preventive
care under Medicare.
While the new health care law is
far from perfect, it is a major step
forward in the ongoing fight to
reform our nation's health care system. Labor unions will continue to
fight to improve the system until
every single Californian and American is able to get quality, affordable
health care.
—by Mike Hall, AFL-CIO blog
Obama appoints two prounion NLRB nominees
The National Labor Relations
Board (NLRB) gained two laborfriendly members in late March as
President Obama exercised his power
to make appointments while the Senate is in recess. Most of the nominees
were approved by Senate committees
months ago, but were being held up
by Republican opposition.
Labor lawyers Craig Becker and
Mark Pearce will join the current
two-member board, which has been
operating understaffed since 2008.
Becker has worked as an associate
general counsel for the Service
Employees International Union
(SEIU) and staff counsel for the
AFL-CIO. Pearce is a partner with
Creighton, Pearce, Johnsen &
Giroux, a New York law firm that
represents unions and workers in
discrimination cases.
According to Steven Greenhouse
from the New York Times, business
organizations worry that the board
will revamp the rules for unionization elections by engaging in broad
rule-making while relying less on
case-by-case decision-making.
Labor unions argue that the recess
appointments Becker and Pearce
will merely restore some balance
The key to a strong union is ORGANIZING—
and you can help keep District 190 strong!
Do you know people who work in your industry but don’t have a
union? Often non-union workers have the same wages as union employees—but that’s all they have. Talk to people in non-union shops about the
benefits of having a contract, a grievance procedure, a pension and good
union benefits. If they’re interested, ask if one of our organizers can call
them. (Remind them that the call will be completely confidential.)
Here’s a contact form for you to complete and send to District 190.
after the board favored business
under President George W. Bush.
“The Bush board took things in a
really anti-worker direction,” said
Jonathan Hiatt, chief of staff of the
AFL-CIO. “Workers have taken a
beating under board rulings in recent
years, and we hope the new board will
provide a little more fairness to workers who want to exercise the right to
organize and bargain collectively.”
One thing labor and business
agree on is that the board’s deadlock
will soon end. Since January 2008,
the board has had just one Democratic member, its chairwoman,
Wilma B. Liebman, and one Republican, Peter C. Schaumber. Now
there will be three Democrats and
one Republican.
About 220 cases are pending at
the board. Half are on important,
controversial issues that Liebman
and Schaumber have not tackled,
believing they should not be handled
by just two members.
In fact, Local 1546 has an important case on appeal that has been on
hold for a year. In this case, a waterfront employer, PMMC, closed its
doors and immediately reopened as
PCMC, forcing all IAM members
there to change unions and become
Longshore members. In the course
of this changeover, they lost signifi-
cant benefits and seniority.
The IAM filed suit on behalf of
its members about three years ago,
ultimately lost, and appealed the
case in 2009. But because the NLRB
didn’t have a quorum, the case has
been in limbo. “Now that there’s a
functioning labor board, we hope
they’ll pick up our case and do
something good with it,” says Area
Director Don Crosatto.
The president has made a total of
15 recess appointments. He said in
his announcement that the Senate has
“the responsibility to approve or disapprove my nominees. But if, in the
interest of scoring political points,
Republicans in the Senate refuse to
exercise that responsibility, I must act
in the interest of the American people
and exercise my authority to fill these
positions on an interim basis.”
President Obama also noted that
President Bush made 15 recess
appointments by this time in his
presidency, and at this time in 2002,
Bush had only 5 nominees pending
on the floor. President Obama currently has 77.
Schwarzenegger protects
tax cheats, refuses tax relief
for struggling families
In mid-March, Governor Schwarzenegger announced that he would
not sign a bill passed by the Legislature to give tax relief to struggling
homeowners and renewable energy
companies. Perhaps this was because
the bill would also increase the penalty on multi-million dollar corporations and the wealthiest Californians
who blatantly cheat on their taxes.
The bill, SBx8 32, introduced by
Senator Lois Wolk, does several
things to bring California state tax law
into line with federal law, and extends
badly needed tax relief to homeowners and green technology businesses.
But the Governor would rather protect
multi-millionaire tax cheats, many of
whom are his wealthy corporate
friends and benefactors.
Moving?
Or to report a member recently deceased...
Send the mailing label on this newspaper to your local union office.
See Calendar below for your local union’s address.
About you:
Name:
Where you work:
Your phone number:
Please call the following to tell them more about IAM representation:
Name:
Company:
Home or Cell Phone Number:
Best time to be reached:
Please return this form to: District 190, 7717 Oakport Street, Oakland,
CA 94621. (Use this form, or just include the info on your own paper.)
ATPA is the administrator for the Automotive Industries
Health & Welfare and Pension Trust Funds.
Contact us at 510-836-2484
Page 7
A brief history of the IAM
1888: 19 machinists meet in locomotive
pit at Atlanta, GA, vote to form a trade
union. Machinists earn 20 to 25 cents
an hour for 10-hour day.
1889: 34 locals represented at the first
Machinists convention, held in Georgia
State Senate Chamber, elect Tom
Talbot as Grand Master Machinist.
1890: First Canadian local chartered at
Stratford, Ont. Union is named
International Association of Machinists.
Headquarters set up in Richmond, VA.
Membership at 4,000.
1891: IAM Local 145 asks $3 for a 10hour day.
1892: First railroad agreement signed
with Atcheson, Topeka & Santa Fe.
1895: IAM joins American Federation of
Labor (AFL), moves headquarters to
Chicago.
1898: IAM Local 52, Pittsburgh, conducts first successful strike for 9-hour
day.
1899: Time-and-a-half for overtime has
become prevalent. Headquarters
moved to Washington, D.C.
1903: Specialists admitted to membership. Drive begins for 8-hour day.
1905: Apprentices admitted to membership. There are 769 locals.
1908: Metal Trades Department established within AFL with IAM President
James O’Connell as president.
1911: Women admitted to membership
with equal rights.
1914: Congress passes Clayton Act limiting use of injunctions in labor disputes
and making picketing legal.
1915: IAM wins 8-hour day in many
shops and factories.
1916: Auto mechanics admitted to
membership.
1918: IAM membership reaches
331,000.
1920: Machinists earn 72 to 90 cents
an hour for 44-hour week.
1922: 79,000 railroad machinists pin
shopmen’s strike against second postwar wage cut. Membership declines to
148,000.
1926: Congress passes Railway Labor
Act requiring carriers to bargain and forbidding discrimination against union
members.
1928: 250 delegates at 18th IAM convention urge 5-day week to alleviate
unemployment.
1929: Depression layoffs cut IAM membership to 70,000.
1932: Congress passes Norris
LaGuardia Act banning use of court
injunctions in labor disputes.Wisconsin
adopts first unemployment insurance
act. Nearly 30% of union members are
jobless.
1933: IAM backs National Recovery
drive and 40-hour week. Membership
sinks to 56,000.
1935: Congress adopts National Labor
Relations Act establishing right to
organize and requiring employers to
bargain in good faith. IAM opens drive
to organize aircraft Industry.
1936: First industrial union agreement
signed with Boeing, Seattle.
Membership climbs to 130,000.
1937: Social Security and Railroad
Retirement Acts now in operation. IAM
negotiates paid vacations in 26% of its
bership now tops 903,000.
1959: Congress enacts anti-union
Landrum-Griffin Act.
1960: IAM establishes Labor Management Pension Fund.
1962: JFK issues Executive Order giving Federal employees a limited right to
collective bargaining. Machinists now
average $3.10 an hour.
1964: Membership at 800,000.
1966: IAM members strike five major
airlines and finally break through unfair
3.2% limit on wage increases. First dental care plan negotiated with Aerojet
Efren Callenta (L) has maintained boilers and Facilities Control Management System at Moffett General.
Field NAS in Mountain View for 11 years. Andy Angeles has worked on the energy management 1968: IAM membership tops 1,000,000.
system for 18 years. Here, they’re working together to inspect all the safety parameters of the boilMachinists average S3.44 an hour.
er and do the annual cleaning.
1969: IAM member, Edwin (Buzz)
Aldrin, the first space mechanic, walks
agreements.
1948: IAM membership opened to all
on the moon.
1939: IAM signs first union agreement
regardless of race or color.
1970: Congress votes first Federal
in air transport industry with Eastern.
1949: Railroad machinists win 40-hour
Occupational Safety and Health law.
1940: Machinists rates average 80
week. Membership down to 501,000.
1971: IAM wins biggest back pay award
cents an hour. IAM membership climbs
1952: Employees on 85% of airlines
in history, more than $54,500,000 for
to 188,000.
now protected by IAM agreements.
1,000
members locked out illegally by
1941: IAM pledges support to win the
92% of IAM contracts provide for paid
National Airlines.
war, including no-strike pledge.
holidays.
1972: IAM membership drops to
1944: 76,000 IAM members serve in
1953: IAM has contracts fixing wages
902,000 as a result of recession and
armed forces. Total membership now
and working conditions with 13,500
layoffs in defense industries.
776,000.
employers.
1973: Machinists average $4.71 an
1945: Widespread layoffs follow end of
1955: 70% of IAM contracts now have
hour. Membership rises to 927,000.
World War II.
health and welfare provisions.
1979: IAM-sponsored Citizen/Labor
1946: 88% of IAM agreements now pro- Machinists average $2.33 an hour.
Energy Coalition launches first Stop Big
vide for paid vacations.
1956: 2,000th active local chartered.
Oil day to protest obscene profits by oil
1947: Congress enacts anti-union Taft1958: IAM convention establishes a
conglomerates while American workers’
Hartley Act. Machinists average $1.56
strike fund approved by the memberpaychecks continue to shrink.
an hour.
ship in a referendum vote. IAM mem1982: Reaganomics grips nation.
Individual and corporate bankruptcies
Don’t be afraid
reach epidemic proportions. IAM membership begins drop to 820,211.
“What would I tell someone who’s thinking about joining a union?” asks 1983: IAM introduces ''Rebuilding
Juan Prado, the shop steward at Air Gas Dry Ice in Torrance. “I’d say, don’t America'' act to Congress as alternative
to Reaganomics and to rebuild nation’s
be afraid. Just do it. Or else you’ll keep getting bullied by management.”
Back in 2007, Prado had worked at Air Gas for eight years and was con- industrial base.
stantly abused and fearful that he’d get fired. One day, he and his co-work- 1988: IAM celebrates 100th anniversary
ers decided that enough was enough—they needed a union. “One of our in Atlanta, GA, on May 5.
group had previously worked with Al Lopez before Lopez became a Busi- 1992: IAM moves to new state-of-theness Rep at IAM Local 1484. I met with Al, and then he met with our group art headquarters building in Upper
to explain how a union works and what happens during an organizing Marlboro, MD, to keep pace with technological changes and serve members’
drive. We decided to sign a petition and seek union representation.”
Prado says “the company did all they could to keep the union out: they needs well into 21st Century.
brought in union busters to scare us, and then, after all but one of us voted 1994: International Woodworkers of
America ratify merger agreement. More
for the union, they delayed negotiations for almost a year.”
“The workers wanted a voice in their workplace more than anything,” than 20,000 members join IAM family.
explains Business Rep Kevin Kucera. “The company actually lowered their 1995: Sixty-nine day strike brings major
wages in the first contract, but they decided that they were willing to take victory in new contract at Boeing.
1996: ‘Fighting Machinists'' spearhead
that to have a union and fight to make improvements later.”
“It was really worth it,” Prado says. “Having a union made it a lot easi- political battle for worker rights.
er for us. No longer are we scared that managers will write us up for every 1999: IAM Shares mutual fund created;
little thing—actually, I think the managers are scared of us. Now we can allows members to put money to work
take proper breaks. They can’t threaten us anymore. The union works real- in a fund that invests in IAM-represented companies. The National Federation
ly well on our behalf.”
Initially there were six members in the union; now they’re 13 strong. of Federal Employees affiliates with the
The group is still working under their first contract and looks forward to IAM.
2000: The IAM meets in San Francisco
negotiating a new contract later this year.
for the 35th Grand Lodge Convention.
2002: The IAM establishes the
Automotive Department and sets in
place dozens of organizing blitzes.
2010: The IAM currently represents
720,000 members in the U.S. and
Canada. President Thomas
Buffenbarger administers more than 15
departments at IAM Headquarters that
provide crucial services to support the
union's mission to better the lives of
IAM members and working families
The employees of Air Gas Dry Ice in Torrance believe that having a union behind them
throughout North America.
gives them a voice on the job. (Local 1484 Business Rep Kevin Kucera is on the left
Source: www.goiam.org
and Juan Prado is next to him).
“Being in a union made a huge difference”
April/May 2010
PAGE 8
IMPORTANT INFO for the UNEMPLOYED
Health coverage for
uninsured children
The Kaiser Permanente Child Health Plan
offers health coverage for uninsured children that
are under the age of 19. Parents who are losing
their employer-sponsored coverage may find the
Child Health Plan is an option to explore. You
can give your children the health care they need
for just $8 or $15 per child, per month, for up to
three children, depending on your family size and
income. This program is open both to former
Kaiser members and nonmembers.
To be eligible, you must:
• Have a total household income below 300 percent of the Federal Poverty Guidelines;
• Not be eligible for other government coverage,
such as Medi-Cal, Healthy Families, or CCS
(California Children’s Services); and
• Not be eligible for health care coverage that is
paid for, in any part, by an employer.
Individual enrollment kits with applications may
be obtained at your local, or requested as follows:
On our website: https://prospectivemembers.kaiserpermanente.org/kpweb/healthplans/ind
ividualplans.
By phone: Member Services at 1-800-4644000 (toll free) or 1-800-777-1370 (toll-free TTY
for the hearing/speech impaired)
Prescription medicines may
be available
Pfizer Pharmaceutical is making free prescription medicines available to unemployed workers
who were previously taking a Pfizer medicine but
have lost their health coverage.
Individuals may be eligible if they have
become unemployed since January 1, 2009, were
prescribed and had been taking a Pfizer medicine
for three months prior to becoming unemployed,
currently have no prescription coverage, and can
attest to financial hardship.
More information on available medications
and on how to apply can be found at:
http://www.pfizerhelpfulanswers.com/
Several other pharmaceutical companies have
similar hardship programs. Unemployed workers
who have lost prescription coverage should look
on the websites of all of the appropriate pharmaceutical companies to enquire about the availability of prescription medicines for unemployed
workers.
UNION MEETINGS
District
Lodge 190
7717 Oakport Street
Oakland, CA 94621
510-632-3661
Meetings are the fourth Tuesday of each month
April 20* • May 25 • June 22
Executive Board Meeting: 6:30 p.m.
General Delegates’ Meeting: 7:00 p.m.
Meetings are the second Tuesday of each month
April 13 • May 11 • June 8
2102 Almaden Rd., #105
Grievance Committee: 3:30 p.m.
San Jose, CA 95125
408-723-4900
Membership Meeting: 5:00 p.m.
Note: Office hours are now 8 a.m.—4:30 p.m. Monday through Friday.
The office remains open during lunch.
544 West Olive,
Fresno, CA 93728
559-264-2815
Local 801
7717 Oakport Street,
Oakland, CA 94621
800-655-2182
1261 Avalon Blvd.
Wilmington, CA 90744
310-835-6688
* Note: Date changed due to an IAM national
staff meeting
Local 93
Local 653
Local 1484
Meetings are the third Wednesday of the month
Local 1528
713 16th Street
Modesto, CA 95354
209-529-9210
Local 1546
10260 MacArthur Blvd.,
Oakland, CA 94605
510-638-6705
Meetings are the third Thursday of the month
Meetings are held at the Carpenters’ Hall, in Reno.
Local 1101
Meetings are the second Thursday of the month
2102 Almaden Rd., #105
San Jose, CA 95125
408-723-4900
General Membership Meeting: 6:30 p.m.
Local 1584
8130 Baldwin Street
Oakland, CA 94621
510-635-2064
Note: Office hours are now 8 a.m.—4:30 p.m. Monday through Friday.
The office remains open during lunch.
Local 1173
1900 Bates Ave., # H
Concord, CA 94520
925-687-6421
Local 1414
150 South Blvd.
San Mateo, CA 94402
650-341-2689
Executive Board Meeting: 6:30 p.m. on the second
Thursday of the month
Membership/Shop Stewards’ Meeting: 6:30 p.m. on
the third Thursday of the month
Shop Stewards’ Meeting: 5:30 p.m. on the third
Executive Board Meeting: 6:00 p.m. on the second
General Membership Meeting: 6:30 p.m. on the
third Thursday of the month
Retirees’ Club: 11:00 a.m. on the first Wednesday of
March, June, Sept., Dec. All are welcome!
June 2 • September 1 • December 1
Local 1596
4210 Petaluma Blvd. No.
Petaluma, CA 94952
707-795-0086
Local 2005
416 Main Street
Livingston, CA 95334
209-394-7822
Local 2182
967 Venture Court,
Sacramento, CA 95825
800-458-9200
Executive Board Meeting: 6:00 p.m. on the third
General Membership Meeting: 6:00 p.m. on the
first Tuesday of the month
Retirees’ Club: 1:00 p.m. on the third Wednesday of
the month: April 21 • May 19 • June 16
Meetings are the first Wednesday of the month
Women’s Committee Meeting: Please contact
local 1528 for times and dates of monthly meetings
Retiree’s Club: 10:00 a.m. on the third Wednesday
of the month:
Narcotics Anonymous: 5:30-6:30 p.m. every Tuesday
Meetings are the first Tuesday of the month
Member Education Meeting: 5:30 p.m.
Executive Board Meeting: 6:30 p.m. on the
Thursday preceding membership meeting
April 1 • April 29 • May 27
Retiree Club Pot Luck Luncheon: 12 noon on the
first Wednesday of each month
Alcoholics Anonymous: 9 a.m. every Saturday
Meetings are the third Thursday of the month
Retirees’ Club: 12:30 p.m. on the first Tuesday of
the month:
Meetings are the third Tuesday of the month
Meetings are held the third Sunday of the month
at the Veterans Memorial Hall: 1605 7th Street,
Livingston, CA 95334.
• Spanish @ 1:00 p.m.
• English & Punjabi @ 2:00 p.m.
Meetings are the second Tuesday of the month
Retirees’ Club - VISTA CLUB: 11:00 a.m. on the
third Wednesday of each month

Apr May 2010 - IAM and AW District Lodge 190

Transcription

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